Non-Discrimination and Harassment (NDH)Articles
Every worker at Columbia deserves to have a workplace free from harassment and discrimination. Our last contract won historic protections. Here’s how our new contract proposals will update them:
Our articles:
Discrimination & Harassment (Article 3)
Bullying and Power-Based Harassment (New Article)
Discipline and Discharge (Article 24)
What we’re trying to fix:
Poor University definitions of discrimination and harassment
Caregiver status and trans identity are not protected classes under our existing contract
Disabled students are not getting the support they need, potentially due to the existing contract limiting disability to physical impairments only
Definitions are subject to change from governmental pressure or policy
Long Office of Institutional Equity (OIE) response times that needlessly delay the resolution of issues
Internal OIE investigation process that allows the university to easily absolve itself of guilt
No procedure for resolving issues of Power-Based Harassment
Consistent University refusal of Weingarten rights (your rights to a union representation) during OIE procedures
What we want to win:
Adding caregiver status, transgender identity as protected classes; expanding the definition of disabilities to include intellectual disabilities, learning disabilities, and mental health disorders
Prompt name and gender updates in University system
Shorter timelines for workers to secure accommodations from the Office of Disability Services
Adjustment of timelines to address and resolve complaints to hold OIE accountable
Earlier access to neutral arbitration for OIE complaints– complainants will no longer have to exhaust both the lengthy OIE process and the appeals process to access arbitration
A Power-Based Harassment article with a formalized system for reporting and resolving these issues
Affirmation that student workers are entitled to union representation during any investigative process and will be so advised in writing by OIE